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One of the great things about modern business is the ability to employ a decentralized model where you are able to hire and manage virtual staff and forego the costs of having a large business office. You can hire virtual staff for many positions including assistants, project managers, designers, testers, sales people and more. After 5 years of experience, research, and employing the well-known strategy of "hit or miss", I have refined the general process of online hiring both domestically and internationally. To save you time, here are some suggestions for making your hiring process as smooth as possible:
1. Create a Clear Job Posting: The post should include the pay, expectations, requirement of a video interview, and clear instructions for submission of application. Let me break this down: to avoid the less genuine or less motivated applicants, be forthcoming with the pay. This sets up a foundation of honesty and expectation that applicants appreciate and does not set you, as the employer, up for any haggling. Including expectations is a no-brainer; they need to know what will be required of them. A video interview may seem a little out of the ordinary, but I'll get to that. Having a process for applying gives me an idea of written communication skills which is important not only for the job but also for our relationship since the "virtual" aspect will depend so heavily on written contact in contrast to traditional in-person business models.
2. Take Applications: The applications are weeded out by me or are delegated to one of my staff members to form a short list. Once that is done by determining if the written communication skills are there, the next step is to form a list of top candidates, answer any questions the applicant has, and move on to the video interview.
3. Video Interview: As I said, this may seem a little out of the ordinary but I have found that it is invaluable for determining the level of spoken communication skill (especially if English is a second language), for reading body language and getting a general idea of who the applicant is as a person, and for quickly ascertaining if he/she has the full scope of knowledge required for my area of business. A video interview tells a lot about a person for all the reasons I just mentioned, but it also can tell me smaller things like punctuality which are integral in having a business run smoothly.
4. Onboarding: Once a candidate is chosen and placed in the position, expectations are established as far as flexibility, boundaries, and time off. Having everything laid out takes guessing out of the equation and gives staff members confidence in knowing what will be required of them.
5. Daily Contact: I require my full-time employees to submit daily and weekly reports to get an idea on how to best utilize their skills and keep the lines of communication open. This equips them to be as productive and comfortable with the expectations of the position as possible.
Hopefully, these suggestions provide the needed boost to expand your business through the virtual hiring process. Good luck!